1, training needs assessment

Training demand analysis refers to an activity or process in which managers and staff systematically identify and analyze the objectives, knowledge and skills of various organizations and their members and determine training and training contents by adopting various methods and technologies before planning and designing training activities.

2. Training planning

Training planning refers to the strategic planning of internal training of enterprises. Enterprise training planning must be closely combined with the enterprise's production and operation strategy, starting from the enterprise's human resource planning and development strategy, considering the advance of personnel training and the uncertainty of training effect, determining the training objectives of employees, and selecting training content and training methods.

3, the implementation of training

Pay attention to several points: first, let the leaders pay attention to it, then let the employees agree with the training, secondly, organize and deliver the training and give strong support to the training funds, and finally formulate reward and punishment measures.

4. Training effect evaluation

Study whether the training project has reached the training goal, evaluate whether the training project is valuable, and judge whether the training work has brought all benefits (economic benefits and social benefits) to the enterprise, and whether the training focus is consistent with the training needs.

Extended data:

Basic principles of training and development

The implementation of training and development should be carried out from the height of enterprise strategy, and they must not be separated. Talking about training development is also the most easily overlooked issue in the training development of many enterprises.

The strategy of service enterprises requires that training and development should not only pay attention to immediate problems, but also be based on long-term development and proceed from the perspective of future development, so as to ensure the initiative of training and development.

Setting clear goals for trainees before training will not only help to measure the training effect after training, but also help to improve the training effect, so that trainees can have a clear direction in the training process and have certain learning pressure.

In order to make the training objectives more instructive, the setting of the objectives should be clear and moderate, neither too difficult nor too easy, and should be related to everyone's specific work, so that trainees can feel that the training objectives come from work but are higher than work.

References:

Baidu Encyclopedia-Training and Development